1. IMPACT OF TECHNOLOGY ON
HUMAN RESOURCES
Balasubramanian P II MBA
Janani N I MBA
COIMBATORE INSTITUDE OF MANAGEMENT
AND TECHNOLOGY
2. INTRODUCTION
Human resources
The division of a company that is focused on activities
relating to employees. These activities normally
include recruiting and hiring of new employees,
orientation and training of current employees, employee
benefits, and retention. Formerly called personnel.
3. HUMAN RESOURCE MANAGEMENT (HRM)
(HRM) is the term used to describe formal systems
devised for the management of people within an
organization.
4. ROLES OF HR MANAGER
A few different roles for the technology can be:
hiring
selecting employees for interviews
managing employee paperwork or benefits
securing sensitive employee files.
5. TECHNOLOGY IN HUMAN RESOURCE (HR)
Companies use all types of technology in human
resource management.
Companies can either use an external software
package or create their own, depending on their
needs
Companies now use Internet-based employee
applications or other technology in human
resource management for finding new
employees.
6. TECHNOLOGY IN HUMAN RESOURCE (HR)
(COND..)
Employee paperwork for new and existing hires
is often a time-consuming process.
Use of an online enrollment system is common
and beneficial
7. TECHNOLOGIES
USE OF SOME TECHNOLOGY IN HUMAN
RESOURCES MANAGEMENT
Big Data
Cloud
Mobile Technology
9. ROLE OF TECHNOLOGY IN CHANGING THE
HRM PRACTICES
Recruiting
Training
Data Storage and Retrieval
Performance Management
Ethics and Employee Rights
Motivating Knowledge Workers
10. NEGATIVE IMPACTS
NEGATIVE IMPACTS ON EMPLOYEES AND
ORGANIZATIONS IN CHANGING THE
TECHNOLOGY
job opportunities may shrink - a large number of
employees become unemployed.
Lack of sample knowledge about modern technology.
Underdeveloped and developing countries - can’t Recruit
the required number of technical knowledge oriented
employees
11. CONCLUSION
It is clear that technology has had a positive
effect on the internal operations of organizations.
But it has also changed the way of human resource
manager’s work.
Decisions can be made faster, jobs may be more
clearly defined, and communications with both the
external community and employees can be
enhanced.
